Employment Verification

When looking at a candidates profile, whether it’s above average or simply fulfilling the requirements of the role, a reference check is usually the strongest means of identifying whether a candidate lives up to the expectations set forth by the issuing or licensing authority.

A reference check is much more than just confirming previous employment, it can also identify misrepresentation, highlight poor performance or establish whether a CV or application is truthful.

Conducting a thorough reference check can be time consuming, and oftentimes corners may be cut to meet deadlines, or to simply move onto another candidate. This makes it even more important to use a Globally Recognized Verification Service Provider, such as QuadraBay to provide thorough and reliable reference checks.

QuadraBay along with our international partners do more than just reference checks. We conduct reference interviews to add depth to our background screening reports by delivering accurate outlines of the candidates’ workplace performance, as described by the candidates reporting manager.

We pride ourselves by having a team of highly trained experts that strive to ask the right questions and following-up with responses in order to retrieve the most detailed information.

QuadraBay is the ideal Employment Verification Provider, as we never communicate with candidates directly, thus maintaining an unbiased and professional approach to the verification process. Our focus is always aligned with the clients needs, and we strive to provide a high-quality service.

Our clients choose QuadraBay because we provide:

  • Bias-free and accurate reports directly from the clients reporting manager or Human Resources
  • We identify any ‘activity gaps’ present in a CV or application
  • We compare candidate information with the information received through the reference interviews
  • We carefully follow industry guidelines along with those established by relevant issuing authorities

Avoid delays due to “Proof of Consent”

In order to retrieve the information required for verification, companies oftentimes require proof of consent from the candidate before the information is released. QuadraBay and along with our international partners can retrieve the required information instantly and securely, ensuring that we get the results we need when making first contact, decreasing our turnaround time.

The ‘activity gap’ dilemma

It often happens that candidates choose not to disclose a period of inactive employment on their CV by changing the dates of previous or current employment. This is often done under the assumption that employers won’t be contacted to verify lengths of employment. Our services at QuadraBay integrates various verification techniques to confirm a timeline for the candidate, highlighting any inconsistencies in the dates and timelines presented by the candidate (either in their education or in their work experience).

Need to verify a candidates education?

A candidate’s educational background is one of the first key markers to evaluate whether they are qualified for the role they are applying to. Often, this helps paint a strong picture of their character and experience within their respective field. But how can one be sure that what is being presented is accurate?


Employee Risk Management is evolving by the day, and so are the techniques to control it. In 2013 a study comprised of 230 board members from numerous organizations cited that reputational risk is one of their highest concerns. This made up for 73% of the overall vote. What’s surprising is that this surpasses financial risk which faced an increase of 19% from 2012. The data may sound old, but has steadily seen an increase over the years. With a rise of social media and continuous development of the web, business risks seem to be creeping up from everywhere. So here’s the question … can a single social media post or a tweet really make that much of a difference? In short, the answer is yes. So let’s define risk management… With danger looming around every corner, one of the most common risk management techniques falls under the role of company insurance policies and risk retention. Sounds simple enough, except for the fact that they’re reactive rather than preventative in nature, and oftentimes leave out the most important part of any organization: THE PEOPLE. It sounds like one of those scare tactics that were used in infomercials back in the 90’s, but really it’s common sense. Put the wrong people in the right position and – BOOM – you have a liability you never saw coming. People risk is that one weak link in the chain, the person who just – doesn’t -get – it. Put them in a position of power and it may influence the whole organization, department or team. People risk is often disguised as that one bad hire and an awfully expensive one that too. At QuadraBay we know what that looks like, falsified qualifications, or maybe even experience they never had, perhaps even a company that never existed. In our opinion, a bad hire can jeopardize the success of any organization, big or small. Avoiding People Risk Risk management is having the ability to determine and strategize how you hire the right candidate and where they’ll fit in best. It’s the ability to minimize the risk of a possible unknown and new hire and minimizing the damage that’s done if it doesn’t work out. More importantly, it’s taking a proactive preventative approach rather than a reactive approach. At QuadraBay we help companies, clients and governments mitigate that risk through our comprehensive background screening services and verification solutions. We build safer futures.

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